Download - Training and devopment
Training & Development
MBA-2ND
GROUP MEMBERS:oASIM SARWAR
oADNAN IDRESS
oTALHA HUSSAIN
oABDUL SAMAD
Presented To:
MR ABDUL LATIF
TRAINING & DEVELOPMENT
TOPIC:
Outline
Training DevelopmentWhy Need TrainingStages IN Training & DevelopmentMethodsPractical Work(PTCL & TELENOR)Introduction Of Organizations
Outline..
Training & development In OrganizationsTraining Need AnalysisTypes of TrainingConclusionRecommendations
Training:
• Training is an educational process. People can learn new information, re-learn and reinforce existing knowledge and skills, and most importantly have time to think and consider what new options can help them improve their effectiveness at work.
Development:
• Development is the act of improving quality of life and making sure everyone has the preference in what that life looks like. These choices are widened through the combined effort
WHY NEEDTRANING..?
1. Saving Time 2. Saving Money 3. Saving Effort
STAGES IN THE TRAINING & DEVELOPMENT:
• Reaction: How was the training overall? What did participants like and dislike?
• Learning: What knowledge and abilities did participants learn at the training?
• Behavior: How have participants applied the skills they learned?
• Results: What was the effect on the agency or organization?
Methods of Training and Development:
In-basket training Distance learning & video conferencingComputer-based trainingVirtual realityE-learningOn-the-job training (OJT)Job rotation
CONT….
Mentoring & coachingCase studyBehavior modelingRole playingApprenticeship trainingSimulationsBusiness games
PRATICLE
WORK:
Telecommunication Company Ltd(PTCL)
Introduction:
Pakistan Telecommunication Company Limited (PTCL) is considered as one of the most rapidly growing telecommunication companies in Pakistan. It comprises of cellular company Ufone and internet provider Pak Net In 2005, it was partially privatized to UAE based organization.
Training and DevelopmentIN PTCL:
Orientation:
Orientation is given to new employees according to manual/forum
• Policies, Rules and Regulations of the organization
• Duties and responsibilities to be performed
• Routine Task
• Communication to colleagues and immediate boss
Training Need Analysis (TNA)
• PTCL do TNA by performance evaluation through Performance Management Software (PMS), observation or asking by employees’ immediate bosses.
Types of training
PTCL do TNA provides following two types of training
On the job trainingOff the job training
On-the job Training
It includes learning by observation Training by supervisor Training by colleagues Learning by doing
Off-the job Training
For off-the job training PTCL have training centers• PTCL training centers• ITC academy Islamabad
From recent 3 years their own former or existing employees give training to new employees
After training they also evaluate the difference in performance.
Outsourcing
PTCL has also outsourced some of its departments as well as employees
Mostly it has outsourced the customer care centers
It hires the outsourced employees by :
• E square
• HRRS
• Third party Radar
TELENOR PAKISTAN
Introduction:
• Worlds 7th largest Telecom Company
• Total Subscriber of 19.98 million-y 2009
• Telenor Investment in Pakistan is 2 billion USD
• Telenor is creating 2500 direct while 25000 indirect employment opportunities
Training & development IN TELENOR
In house training
Outsource training
In house Training
System related trainingProduct related trainingTechnical trainingFront end desk trainingOperational wise training
Outsource Training
Moral buildingAttitude buildingExecutive training
Telenor’s culture and Training:
• Employees are really satisfied with the norms and values of the Telenor’s internal structure.
• The 90% of the employees of the Telenor take the training most effective.
TNA at Telenor:
• Techniques for Determining Specific Training Needs– Observation– Interviews– Questionnaires– Performance Appraisal– Job description
TRAINING DESIGN MODEL :
The TrainerThe TraineesTraining Climate Trainees’ Learning Style Training Topics Training Strategies Support Facilities Constraints
EVALUATION PHASE
• Training evaluation ensures that whether candidates are able to implement their learning in their respective workplaces, or to the regular work routines.
PURPOSES OF TRAINING EVALUATION
The five main purposes of training evaluation are
• Feedback• Research• Intervention• Power• Control
Conclusion
• Proper Training Programs.
• Discussion with Trainer about Training.
• Growth Opportunities.
• Motivate Employees.
• Friendly Environment.
Recommendations
Trainer Must be well Trained .
Training must be a continuous process, and results of the Training must be Evaluate.
Provide training in “chunks” that are scheduled over a period of time.
Every individual, supervisor, attend Training Session.
Make use of session pre-work during the actual training session.
Increase trainee investment in the session by engaging them in tasks requiring action.
THANKS..!!
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